Time is money. So is effort expended and expertise provided. The quantities of each of these we provide should be governed by the benefit we receive back from its recipient. In this case, our employer. You spend a great deal of your life at work. On average, 90,000 hours over a lifetime. If you are going to put in that kind of time, you should want to be clear-eyed as to the nature of relationship between employer and employee, and the interplay that determines your lifestyle.
So let’s make sure you view your job in the proper perspective to keep you on track to getting what you need to improve your life.
Organically Adversarial Relationship
The first thing to understand about the relationship between employer and employee is you all want different things. No matter how an employer tries to frame it, their interests are different than yours. The relationship between employer and employee (or management) carries elements of adversarial dynamics, often rooted in the differing priorities, objectives, and power structures inherent to both parties.
The phrase “we are family” used by employers can present a complex dilemma for employees. While it’s intended to foster a sense of unity and camaraderie, it can also mask the inherent differences in interests between an employer and individual employees. By invoking the “family” analogy, employers might expect a level of loyalty and commitment that goes beyond professional obligations. It can blur the line between professional and personal spheres, making it challenging for employees to assert their rights or negotiate effectively for better working conditions or compensation.
As an individual employee or career professional, your goals are usually career growth, work-life balance, and job satisfaction. Make no mistake, this conflicts with the employer’s goals of profit maximization, productivity, and cost-cutting.
Now, while the adversarial nature between employees and corporations may seem inherently negative, it’s important to recognize that it isn’t always a bad thing. In fact, this dynamic can foster growth, innovation, and progress within the workplace due to the inherent checks and balances. Employees advocating for fair treatment, ethical practices, or improved working conditions can push corporations to reassess their policies, leading to positive changes.
I just want to ensure you recognize that the employer is profit maximizer first, your “friend” second. You are an expense line item to them. Remember that.
Ensure That Extra Mile You’re Going Brings Tangible Benefit
Now that we have established the true nature of the relationship, let’s talk about how we should navigate that.
Recognize that every unit of productivity has some sort of value – both to you and the employer. If you are a salaried employee paid on the basis of a 40-hour week, then when you give your nights and weekends up, you essentially water down that per unit value.
It is reported that 1 in 10 employees claim to work at least 20 hours per week for free, and that on average, employees post 9.2 hours of unpaid overtime each week (ADP Research Institute). Again, this is not necessarily a bad thing if it is part of a long-term play for a promotion, raise, improved marketplace value, etc. Just be sure that the benefit is there at the end.
Look, that “Going the Extra Mile” plaque or Friday pizza party is nice, but they don’t buy milk and eggs and they don’t improve your overall career arc or financial position. Be very strategic to ensure that every unit of productivity you provide is going to benefit you in some way. Don’t let an employer’s framing you and other employees as “family” sway you into selling your time and effort on the cheap.
When you do provide that additional labor, be sure to communicate your progress effectively. Keep key stakeholders informed about the additional work you’re undertaking and the benefits it brings to the department or company. Regularly update them on your progress and milestones achieved. But more importantly, quantify and document the results of your efforts.
Tangible benefits are often measured in terms of metrics, such as increased productivity, cost savings, or revenue growth. Track these before and after implementing your extra efforts to demonstrate their direct impact, if possible. This is because you’ll want to end up leveraging those achievements to negotiate for tangible rewards or opportunities. Connecting your extra efforts explicitly to positive outcomes strengthens your case.
Use Your Job as a Resource (Like it Does You!)
Lastly, just as an employer uses you as a resource, there are opportunities for you to do the same. What is good for the goose is good for the gander, right?
As we know, the more skills one possesses, the more marketable one becomes. So why not take advantage of every free training resource that your employer has to offer or is willing to provide? The additional skills will not only make you more marketable within the company, but it will also increase your marketability should you decide to leave. Or get laid off.
Also, when your employer offers programs such as retirement plans, tuition reimbursement, wellness programs, stock options, life insurance, or even corporate discounts, take full advantage whenever you can.
Don’t leave any paid time off (PTO) on the table either. Use those vacation days, sick leave, and holidays to support work-life balance and recuperation. They can even be used to take training on your own or study for additional certs that can add to your value and marketability.
So remember, make sure you’re looking after your best interest with each unit of effort you provide. Because you best believe the entity you are working for is doing the same.
